Aboriginal Initiatives: Building Respectful Relationships · Aboriginal Initiatives-Building...

Ontario Provincial Police

Aboriginal Initiatives Building Respectful Relationships

Aboriginal Initiatives-Building Respectful Relationships

Wednesday January 25, 2006 – Opening Ceremony and Welcome

Thursday January 26, 2006 – Day 1 Friday January 27, 2006 – Day 2

Time Agenda Speakers Time Agenda Speakers 9:00-9:15 Introduction To be determined

9:00-10:15 First Nations Programs

• NAPS Investigative Support Unit • Integrated Support Services Unit • Lieutenant Governor’s Book Program • Native Awareness Training

Commissioner Boniface Inspector Glenn Trivett Inspector Brad Blair Police Chief (R) Wes Luloff

9:15-10:15 OPP Roles and Responsibilities Evolution of First Nations Policing

Commissioner Boniface 10:15-10:30 Break

10:15-10:30 Break 10:30-11:30 Aboriginal Liaison – Operations Regional Aboriginal Strategy Committees Aboriginal Relations Team (ART) Major Event Liaison Team (MELT)

Commissioner Boniface Inspector Ron George

10:30-11:30 Policing Discussion • Tripartite Agreements • Legislative Issues • Protocols/Integration

Commissioner Boniface Mr. Joseph Gilbert Police Chief (R) Wes Luloff

11:30-12:00 Question & Answer Session

11:30-12:00 Question & Answer Session 12:00-1:15 Lunch 12:00-1:15 Lunch 1:15-2:00 A Framework for Police Preparedness for

Aboriginal Critical Incidents Crisis Negotiator Program


1:15-2:30 Building Professionalism & Accountability Business Planning Commissioner’s Committee Executive Council Commissioners’ Select Liaison Council on

Aboriginal Affairs


2:00-2:15 Break

2:30-2:45 Break 2:15-3:00 Aboriginal Officers Leadership Forum • Aboriginal Officers Planning

Committee Zhowski Miingan (Blue Wolf)

Commissioner Boniface Inspector Ron George Inspector Glenn Trivett

2:45-4:00 Youth Summer Camp Police Ethnic and Cultural Exchange (PEACE) OPP Bound

Commissioner Boniface Inspector Ron George Inspector Glenn Trivett

3:00-3:30 Closing Comments Question & Answer Session

4:00-4:30 Question & Answer Session

DRAFT January16, 2006


Table of Contents

Section Topic Page

Presentation Agenda 2

Introduction 5

A OPP Roles and Responsibilities

o Overview 9

o OPP Mandate 10

B Evolution of First Nations Policing

o Overview 12

o Historical Development 13

o Indian Reserve Constable Program 14

o Development of Self-Directed Policing 14

C Building Professionalism and Accountability

o Overview 17

o Organizational Vision 17

o Focus on Professionalism 17

o Employee and Community Engagement 18

o Accountability 19

o Continuous Learning 19

o Business Planning 21

o Commissioner’s Committee 23

o Executive Council 24

o Commissioners’ Select Liaison Council on Aboriginal Affairs 24

D Corporate Youth & Recruitment Initiatives

o Overview 26

o OPP Youth Summer Camp 26

o Police Ethnic and Cultural Exchange (PEACE Program) 27

o OPP Bound 28

DRAFT January 16, 2006


Section Topic Page

E First Nations Programs - Partnerships, Integration, Education

o Overview: General Headquarters Administration Unit 30

o Nishnawbe-Aski Police Service Investigative Support Unit 31

o Integrated Support Services Unit 32

o Lieutenant Governor’s Book Program 32

o Native Awareness Training 33

F Regional Operational Initiatives

o Overview 37

o Aboriginal Liaison – Operations 37

o Regional Aboriginal Strategy Committees 38

o Aboriginal Relations Team (ART) 39

o Major Event Liaison Team (MELT) 40

G Critical Incident Response

o Overview 41

o A Framework for Police Preparedness for Aboriginal

Critical Incidents 41

o Crisis Negotiator Program 41

H Mentoring Aboriginal Members

o Overview 43

o Aboriginal Officers Leadership Forum 43

o Aboriginal Officers Planning Committee 44

o Traditional Drum Zhowski Miingan (Blue Wolf) 44



INTRODUCTION

These materials are entitled “Ontario Provincial Police: Aboriginal Initiatives – Building

Respectful Relationships”. They are designed to accompany a two-day presentation by

OPP Commissioner Gwen Boniface and others in Forest, Ontario on January 26 and 27,

2006. Pursuant to Part II of the Inquiry’s mandate, the presentation is intended to

describe the OPP’s mission, vision and values in providing services to Aboriginal people

and communities, as well as existing OPP initiatives to build and maintain respectful

relationships with them.

At this point, the materials are in draft form. It is expected that they will be

supplemented by more detailed and focused discussion during the OPP presentation.

Equally important, the OPP welcomes a dialogue during and following its presentation on

what it is doing and how to continue to build strong relationships. Accordingly, the

materials are only a starting point to facilitate discussion.

Part II of the Inquiry is designed to assist Commissioner Linden in formulating

recommendations to avoid violence in the future. It is to further address systemic issues

and challenges. Accordingly, these materials and the OPP presentation do not address

factual issues arising in Part I of the Inquiry. Indeed, one of the themes of the

presentation will be to identify what are common interests and objectives of all

concerned. Another theme is to demonstrate, through existing corporate, regional and

local initiatives, the OPP’s commitment to Aboriginal people and communities.

That being said, the OPP continues to face many challenges in this area. By way of

illustration only they include:

• Providing or facilitating consistent, quality services to 134 First Nations

communities that are politically, socially, economically, geographically and

culturally diverse, not only across Nations but within communities



• Meeting the requests for support in First Nations police services that are as

diverse as the communities they serve and are each unique in their autonomy,

structure, governance, resources, maturity and challenges

• Staying abreast of the emerging and diverse socioeconomic, political and cultural

goals of each Aboriginal community

• Ensuring that front-line officers possess the cultural competencies and technical

or operational experience to perform their duties professionally and in a manner

that well serves the needs of a given community and its residents

• Developing recruitment, selection, retention and promotional systems that support

meaningful and mutually beneficial representation of Aboriginal people at all

levels and in all facets of policing

• Developing effective ways of measuring the success of policing initiatives to

enhance relationships with Aboriginal communities

Section A of the materials (OPP Roles and Responsibilities) outlines the complex and

integrated role of the OPP at the federal, First Nations, provincial and municipal levels.

Section B (Evolution of First Nations Policing) outlines the development in Ontario.

These topics will be addressed in the morning sessions on Day One of the presentation.

They are designed to provide a context or backdrop to the issues that follow. After all, it

is difficult to understand or evaluate what the OPP is doing, without an understanding of

the OPP’s mandate, structure and deployment and without an understanding of how First

Nations policing has evolved uniquely in Ontario. Central to the OPP’s approach is a

commitment, to the fullest extent possible, to “self-directed” First Nations policing, that

is First Nations policing themselves. The materials also help explain why a single

“Ontario-wide” solution to policing issues is untenable. The morning sessions will

include a panel discussion focusing on the challenges associated with First Nations

policing.

Section C (Building Professionalism and Accountability) includes Business Planning,

Commissioner’s Committee, Executive Council, Commissioners’ Select Liaison Council

on Aboriginal Affairs and outlines recent initiatives, particularly at the corporate level, to



redefine the OPP’s vision, mission, strategic objectives, priorities and values. Diversity as

a core value is specifically addressed, as is the specific commitment to Aboriginal people.

In the first of two afternoon sessions on Day One of the presentation, the challenges in

building a culture of professionalism and accountability are some topics to be discussed.

Section D (Corporate Youth and Recruitment Initiatives) includes OPP Youth Summer

Camp, Police Ethnic and Cultural Exchange, and OPP Bound. These topics represent

specific initiatives directed to youth and recruiting, and designed to enhance respectful

relationships with Aboriginal communities. These programs will be discussed in the

second afternoon session on Day One.

Section E (First Nations Programs) describes the corporate Unit at General Headquarters

that provides centralized co-ordination of several Aboriginal Policing Initiatives. Its most

significant initiatives or programs are the Nishnawbe-Aski Police Service Investigative

Support Unit (NAPS), the Integrated Support Services Unit (ISSU), and Native

Awareness Training. These speak to the OPP’s investment in partnerships and

integration with First Nations police services, and to training on Aboriginal issues. They

are discussed in the first of two morning sessions on Day Two.

Section F (Regional Operational Initiatives) describes the role of the Aboriginal Liaison –

Operations and locally-based units, including Regional Aboriginal Strategy Committees,

Aboriginal Relations Teams (ART) and Major Event Liaison Teams (MELT). These are

designed to provide specialized support and assistance in building community-police

relationships, and in successfully resolving conflicts. These will be discussed in the

second morning session on Day Two.

Section G (Critical Incident Response) introduces the OPP’s newly developed A

Framework for Police Preparedness for Aboriginal Critical Incidents and describes the

OPP’s Crisis Negotiator Program and its enhancements, which include the training of

Aboriginal crisis negotiators. These topics will be discussed in the first afternoon session

on Day Two.



Section H (Mentoring Aboriginal Members) will address some of the supports provided

by the OPP to its Aboriginal members and outlines initiatives that allow these members

to give back to their communities.

Appendices to the text of the materials provide additional background.

Further information can be obtained through the OPP Corporate Communications Bureau

at (705) 329-7476 or <http://www.opp.ca./> www.opp.ca.



SECTION A: OPP ROLES & RESPONSIBILITIES

Overview

The OPP is one of the largest deployed police services in North America, employing

approximately 5,500 uniform and 1,800 civilian members as well as having over 800

trained volunteer Auxiliary Officers. The organization is structured under four Provincial

Commands named Field and Traffic Services, Investigations and Organized Crime,

Strategic Services, and Corporate Services. These services are provided through 13

bureaux and 163 detachments. The OPP is responsible for the delivery of a broad range

of policing services, from municipal and First Nations policing to specialized criminal

investigations, emergency response, and traffic patrol on Ontario’s roadways, waterways

and trail systems. The OPP polices over 400 communities throughout the province of

Ontario, more than 100 of which have established formal policing contracts for service

delivery. In doing so, the OPP patrols 1,081,667 square km of land and 113, 731 square

km of water. Through the OPP the province provides two specialized registries -

ViCLAS (Violent Crime Linkages Analysis System) and the Ontario Sex Offender

Registry. The OPP also provides provincial leadership in a number of multi-

jurisdictional policing initiatives aimed at coordinating law enforcement efforts to reduce

and/or investigate sophisticated criminal activity.

An understanding of the province’s policing framework is complicated, resulting from a

vast array of legislation and inter-relationships that have evolved to accommodate the

community safety needs of Ontario. The OPP has simultaneous involvement in two tiers

of policing (provincial and municipal) and has a strong operational relationship to federal

policing services as well. The OPP provides specialized services to municipal police

services and has a unique provincial role in terms of public order maintenance and

emergency management.



OPP Mandate

The OPP derives its primary mandate from the Police Services Act of Ontario. Pursuant

to this legislation, the OPP and all municipal police services are required to provide

“adequate and effective services” related to crime prevention, law enforcement,

assistance to the victims of crime, public order maintenance, and emergency response.

The distinct role and mandate of the OPP, however, is illustrated by its additional

responsibilities as delineated in Section 19 (1) of the Police Services Act:

• Providing police services in the parts of Ontario that do not have municipal

police forces other than municipal law enforcement officers

• Providing police services in respect of all navigable bodies and courses of water

in Ontario, except those that lie within municipalities

• Maintaining a traffic patrol on the King’s Highways, except the parts designated

by the Solicitor General

• Maintaining a traffic patrol on the connecting links within the meaning of Section

21 of the Public Transportation and Highway Improvement Act

• Maintaining investigative services to assist municipal police forces on the

Solicitor General’s direction or at the Crown Attorney’s request

The OPP maintains the infrastructure and expertise to provide police services to its own

municipal jurisdictions and has also become the main provider of specialized and/or

provincial police services to the majority of Ontario’s municipal and First Nations police

services.

In terms of roles and responsibilities, the OPP’s activities can be divided into four main

components:

• Direct Policing Services are provided by the OPP to approximately 182

municipalities not policed by any other police service (pursuant to Section 5.1 of

the Police Services Act) and policing services to 130 municipalities via 103

contracts (pursuant to Section 10 of the Police Services Act). The OPP provides



direct policing to 19 First Nations and administers policing for 20 more First

Nations pursuant to the Ontario First Nations Policing Agreement

• Delivery of Specialized Police Services pursuant to approximately 135

specialized service framework agreements and on request from the Crown

Attorney, a police services board, a Chief of Police or the Ontario Civilian

Commission on Police Services

• Provincial Policing Services

o Highways, Waterways, Parks, Trails pursuant to Section 19 Police Services

Act, providing policing on highways, waterways, provincial parks and trail

systems

o Investigative Services pursuant to Section 19 Police Services Act, providing

investigative expertise and assistance to municipal police services

o Emergency Response - In Ontario the OPP is responsible for providing

emergency police response and resources for any incident/emergency/ disaster

that is beyond the ability of the police service of jurisdiction

• Provincial Leadership and Coordination - with a province-wide infrastructure

and presence, the OPP is relied upon to provide leadership to the many provincial

joint-force multi-jurisdictional task forces. Additionally, as the province’s police

force, government funding provided to establish broad police support programs

often flows through the OPP to establish such programs as the Ontario Sex

Offender Registry and the Provincial Violent Crime Linkage Analysis System



SECTION B: EVOLUTION OF FIRST NATIONS POLICING

Overview

The 134 First Nations in Ontario are currently served by 12 police services. Approximately

373 officers work for 9 self-directed First Nations police services. The OPP, Sarnia Police

and Durham Regional Police also provide front-line policing for specific communities.

The structure of this delivery is as follows:

• 5 individual community self-directed – Six Nations, Akwesasne, Wikwemikong,

Lac Seul, and Mnjikaning Police Services

• 4 regional self-directed – Nishnawbe-Aski, Anishinabek, United Chiefs and

Councils of Manitoulin Anishnaabe, and Treaty Three Police Services

• 2 communities policed by municipal police services – Aamjiwnaang First Nation

policed by Sarnia Police and Scugog First Nation policed by Durham Regional

Police

• 20 communities policed directly by OPP – generally smaller communities

• 19 Ontario First Nations Policing Agreement communities – these services are

individual community-based. 63 additional First Nations officers are supported by

the OPP administratively through a corporate unit and operationally through local

detachments

The OPP supports First Nations policing further through operational protocols, strategic

secondments of its members, and other initiatives such as Aboriginal Relations Teams, the

Integrated Support Services Unit and the Nishnawbe-Aski Investigative Support Unit.

These initiatives are addressed later in these materials.



Historical Development

There has been a gradual transition from a Royal Canadian Mounted Police (RCMP)

presence through the 1960’s to an OPP presence supplemented by local constables with

limited authority in the early 1970’s. By 1975 the development included police officers

called Special Constables and in 1989, First Nation Constables through the Ontario First

Nations Policing Agreement supplemented by the OPP.

The Ontario Task Force on Policing in 1972 identified particular needs in First Nations

policing, including the following:

• OPP Services provided directly to First Nations communities - a recommendation

for an "Indian" policing coordinator in each OPP district

• The creation of the Indian Reserve Constable Program, including a federal-

provincial cost sharing agreement for community officers

These two recommendations were to support, not supplant each other.

A concurrent report to the Task Force was developed on the specific issues of policing First

Nations in northern Ontario, and was ordered by the Deputy Solicitor General of Ontario.

This report recommended:

• The creation of OPP detachments in three locations - Shoal Lake, Minaki and

Grassy Narrows

• The creation of the Northwest and Northeast Patrol Units - Established in 1974 the

units consisted of 12 members each and were created to serve the "fly-in"

communities in the far north. Their duties included administrative oversight for the

emerging Indian Reserve Constable Program and liaison with community

leadership on policing issues



Indian Reserve Constable Program

In 1975 the Indian Reserve Constable Program was established by the federal and

provincial government in response to the Ontario Task Force recommendations and

assigned to the Indian and Municipal Policing Branch of the OPP to administer. There

were originally 40 officers with increases over 3 years to 100 officers. The officers were

appointed at the request of Chiefs and Councils and dedicated to policing their specific

communities. They were community officers supported administratively and operationally

by the OPP. OPP detachments were responsible for coordinating the policing program at

the community level and to report back to Indian Policing Branch for the administration of

payroll, equipment, training and other human resources functions. Liaison officers were

appointed at the detachment level to assist in the delivery of policing to the respective

communities.

By 1978 Canada, Ontario and First Nations regional governments called Provincial

Territorial Organizations began policing negotiations. From 1979 to 1983, as agreements

evolved, the funding formula was changed from 60% to 52% federal and from 40% to 48%

provincial. From 1983 to 1988 the number of officers and participating communities

increased to 132 officers in 66 locations. Preliminary discussions began on the issue of

implementing self-directed police services.

Development of Self-Directed Policing

The focus of 1989 and the ensuing two years was on the formation of the province’s first

self-directed police services in Six Nations and Akwesasne. The Anishinabek Justice

Authority Project was also formed as the developmental phase of the Anishinabek Police

Service.

In March 1992 a significant step forward for First Nations policing took place with the

implementation of the Ontario First Nations Policing Agreement 1991-1996. It was a



landmark agreement that entrenched a commitment by governments to broaden the choice

of policing models including self-directed options. It almost doubled the number of funded

officers in the OPP-administered Policing Program to a minimum of 213 over a period of

two to three years and increased the number of participating communities to 74.

Section 4 of the Ontario First Nations Policing Agreement established models for First

Nations police service delivery from which communities could choose:

• Community self-directed

• Regional self-directed

• First Nation Service supplemented by another First Nation Service

• First Nation Service supplemented by the OPP, Regional or Municipal Police

Service

• OPP, Regional Police Service or Municipal Service

The Ontario First Nations Policing Agreement further covered particulars of salaries,

benefits, training, role of band council or police governing authorities, recruitment

processes and administration. Its clear goal was to promote the concept of community

choice and the establishment of self-directed police services.

Between 1992 and 1994 self-directed services were established in Wikwemikong, United

Chiefs and Councils of Manitoulin and Lac Seul. Mnjikaning Police Service will be

imminently established as a self-directed police service under this model.

The Anishinabek Police Service began in 1994 in Garden River, Saugeen, Sagamok and

Curve Lake. By 1997, 14 additional communities had joined Anishinabek Police Service.

The Nishnawbe-Aski Police Service (NAPS) was established in 1994 in six James Bay

coastal communities and further transitioned to Northwestern Ontario in 1998 to ultimately

include another 29 Nishnawbe-Aski communities. As a result of the NAPS establishment,

the OPP Northeast Patrol was eliminated and the Northwest Patrol was reduced

accordingly to service the remaining fly-in communities not served by the Nishnawbe-Aski



Police Service. In 2003 the Treaty Three Police Service was established in 30 communities

in the Kenora, Fort Frances and Rainy River area.

Those communities still administered by the OPP under the Ontario First Nations Policing

Agreement received an enhancement of seven officers in 2001 including the introduction of

dedicated officers in 3 additional communities. 2004 brought the addition of 7 more

officers in OPP-administered communities in northern Ontario. In 2006 with the

establishment of Mnjikaning Police Service, there will remain 19 First Nations and 63

officers within the Ontario First Nations Policing Agreement. There are conceptual

discussions underway for further self-directed policing agreements.



SECTION C: BUILDING PROFESSIONALISM &

ACCOUNTABILITY

Overview

The OPP believes that it must work to continually earn the public’s trust and confidence

by delivering programs and services that are responsive and respectful of all the people it

serves. The OPP is committed to strengthening and embedding these beliefs in every

facet of the organization through the following 5 key features:

Organizational Vision

In 2000 the OPP increased the number of Provincial Commanders from 2 to 4, thereby

enabling greater effectiveness in key priority areas. With profound reminders of the

increasingly complex global policing environment, like 9/11 in 2001, the organization

began a comprehensive and highly inclusive process for revitalizing the OPP Mission,

Vision and Values.

Focus on Professionalism

A first step was to refresh the OPP’s definition of values and ethical standards that would

best characterize the future of the organization. In the summer of 2002 focus groups

were conducted with hundreds of officers, civilians and members of the public. The

participants strongly affirmed that policing is about respectful relationships, fairness,

courage and caring, accountability, valuing diversity and continuous learning. The

common elements of these sessions led to the creation of The OPP Promise, a statement

of the OPP’s values and ethics. The Promise also became a cornerstone for the OPP’s

Focus on Professionalism.



Employee and Community Engagement In the 1990’s a number of steps were taken to improve relationships with Aboriginal

communities – Native Awareness Training, the Commissioners’ Select Liaison Council

on Aboriginal Affairs, the Aboriginal Liaison – Operations position and the Western

Region Aboriginal Strategy Committee.

Since 2001 the OPP has been engaged in targeted outreach and recruitment within diverse

communities. It has been advertising in ethnic community newspapers and in different

languages, hosting recruitment booths at the annual Canadian Aboriginal Festival and,

more recently, the Gay Pride parade in Toronto. It has produced programs in partnership

with the Women’s Television Network. It has diversified recruiters and background

investigators.

In 2002 Commissioner Boniface established the Commissioner’s Community Advisory

Committee whose members are leaders in many diverse sectors of the province.

Regional First Nations and diversity advisory committees were created with the goal of

allowing a better understanding of how to best tailor programs and services that anticipate

and meet diverse needs.

In 2004 and 2005 focus groups were again held across the province, this time around the

core value of diversity. The objective was to identify skills, knowledge, attitudes and

actions required to be effective in serving a highly diversified public. Recommendations

implemented from those focus groups have included:

• The development of a Valuing Diversity competency and accompanying resource

guide that will be incorporated into recruitment, leadership development and

succession planning

• A plan for piloting group mentoring to ensure equal access for all employees to

job opportunities and career satisfaction



The OPP is active with the Ontario Association of Chiefs of Police “Diversity and Race

Relations Policing Network”. It is working in partnership with the Law Enforcement

Aboriginal and Diversity Network (LEAD) Executive Committee of the Canadian

Association of Chiefs of Police (CACP) to sponsor the 2006 Aboriginal and Diversity

Policing conference in Toronto; the theme is building trust.

Accountability

In 2002 a new Professionalism policy was introduced into Police Orders that specifies

rights and responsibilities for creating and maintaining a positive work environment and

preventing workplace discrimination and harassment. Accountabilities around the

Promise and the Professionalism policy were written into all staff performance plans.

Guides were provided to middle managers on how to build a culture of professionalism.

In 2004 a review was conducted of the Coach Officer program (Coach Officers are

assigned to every recruit constable). Substantial changes were made consistent with the

Focus on Professionalism. A longitudinal study of new recruits was initiated in

partnership with Nipissing University to evaluate the impact and effectiveness of various

OPP practices on officer job performance and career satisfaction. Factors to be assessed

include differences related to gender, race, and ethnicity.

Continuous Learning

In the 1990’s, what would become award-winning Native Awareness programs were

launched covering Aboriginal culture, traditions, legal and historical issues.

In 2002 leadership and professionalism became the common theme of OPP conferences

for Detachment Commanders and Commissioned Officers. The Honourable Lincoln M.

Alexander Speaker Series on Diversity also brought inspiring community leaders to

General Headquarters.



Since 2003 many learning opportunities have been created for the OPP’s Executive

Council members around matters related to professionalism. External experts and

resources help develop skills and knowledge on topics such as:

• the art of caring leadership (James Autry)

• human rights and diversity management (Charles Novogrodsky)

• racial profiling (Scott Wortley)

• strategic leadership communications (David Weiss)

• building a case for diversity (Tom McCormack)

• diversity best practices in other police services (Deputy Chief Larry Hill-Ottawa

Police Service, Deputy Chief Chris McNeil-Halifax Police Service) and the

private sector (Brad Salavich-IBM)

• police leadership and ethics (Jeff Pfeifer)

• lessons learned from the J.J. Harper Inquiry (Justice Murray Sinclair)

• considerations in working with marginalized people (Brian Adams)

In late 2005 a panel of lesbian and gay OPP officers/others presented to the Executive

Council about their experiences working in policing.

Professionalism has been woven into every course at the Provincial Police Academy with

significant updates and revisions being introduced in the Supervisor, Coach Officer and

leadership development courses. Since 2002 the Commissioner meets informally with

small groups of course participants in order to better understand mutual concerns, needs

and priorities. New learning tools have also been developed such as the videos on

professionalism and diversity.

Other examples of innovative approaches to continuous learning:

• In 2003 the OPP co-sponsored with the OPP Association, a province-wide tour by

Kevin Gilmartin PH.D., a world-renowned speaker on policing ethics

• In 2004 and 2005 OPP leaders participated in diversity-related, best practices

research and exchange programs in New Zealand and Australia



Commissioner Boniface received an Amethyst Award in 2004, the highest award

available in the Ontario Public Service, for the OPP’s Focus on Professionalism. In 2005

the OPP was honoured by the International Association of Chiefs of Police with two civil

rights awards: one for the 2004 Aboriginal Persons OPP Bound program and the other for

its Focus on Professionalism.

Business Planning

Business Planning forms a fundamental process by which the OPP as an organization

operates. It allows the OPP to be more effective by allowing the organization to focus on

key priorities and core services. The OPP approach to planning also provides for more

efficient service delivery by identifying those policing activities where linkages can be

made and resources can be shared. Most importantly, the OPP business planning process

holds the OPP accountable to Police Service Boards, to Community Policing Advisory

Committees, and to the citizens we serve. Through continuous consultation with our

communities, it ensures that the policing services we deliver meet their individual needs

on an ongoing basis.

The OPP business planning process was formally initiated in 1997, primarily in response

to the need for the OPP to enhance accountability, drive change and achieve results in a

fast-paced environment. Prior to 1997 OPP senior executives would meet to define the

organization’s goals and objectives for the coming year, which would then be

communicated by the Commissioner via a “Directional Statement”. The “Directional

Statement” continues today and is incorporated in the business plan.

In 2001 business planning was legislated in the Police Services Act. The Act requires that

police services prepare a business plan at least once every three years. The business plan

is required to address “the objectives, core business and functions of the police force,



including how it will provide adequate and effective police services”. The business plan

further reports on performance objectives in a number of areas including:

• Community satisfaction with police services

• Crime and the clearance rates for crime

• Assistance to victims of crime

• Road safety

• Information technology

• Resource planning

• Police facilities

In 2002, recognizing that a clear vision was needed to support the business planning

process, the OPP executive undertook a review of its mission, vision and values.

The OPP business planning process defined four strategic objectives:

• Our People

• Our Work

• Our Relationships

• Our Infrastructure

As part of the June 2004 OPP executive business planning session, the Ontario Provincial

Police has identified five Mission Critical Issues that will continue to significantly

influence how services are delivered. These issues represent key priorities for the

organization and will focus activities and drive resources in the coming years:

• Fiscal Challenges: Ensure 100% compliance with fiscal policies and

procedures consistent with the balanced budget legislation

• Aboriginal Communities: Build and maintain strong relationships with

Aboriginal leaders and communities

• Diverse Communities: Ensure OPP programs and services are tailored to

meet the needs of diverse communities



• Marginalized Persons: Strengthen and improve lifelines with marginalized

persons by identifying and creating partnership opportunities with groups that

support marginalized persons

• Professionalism: Foster professional excellence by modeling and recognizing

the ethical standards outlined in The OPP Promise

From the executive planning session the business plan commitments are communicated to

all levels of the organization with the requirement that business plans at each level

support the planning session commitments. In the case of the mission critical issue of

Aboriginal communities, every detachment in every region and every unit in every

bureau must have commitments that are meaningful and approved through a top-down

and bottom-up process.

The 2005-2007 business plan again focuses on the previous stated Mission Critical

Issues. Each issue has been assigned to Executive Council members. The Commissioner

has taken personal responsibility for the Mission Critical Issue “Aboriginal

Communities”.

Commissioner’s Committee

The Commissioner’s Committee consists of the Commissioner and the four Provincial

Commanders:

• Deputy Commissioner Maurice Pilon - Investigations and Organized Crime

• Ms. Gwen Strachan - Corporate Services

• Deputy Commissioner John Carson - Field & Traffic Services

• Deputy Commissioner Jay Hope - Strategic Services

The Committee’s mandate is to meet and discuss the issues that are impacting on the

organization. The committee is the consensus-building forum among the senior leaders.

Financial, human resources and other strategic related issues are the Committee’s focus.



Decisions are subsequently communicated to the organization via a number of vehicles

including Commissioner’s Directional Statements, Commissioner’s Communiqués,

Executive Council, OPP Review and Intranet.

The current Mission Critical Issues within the business plan continue to be the focus of

the Committee’s meetings.

Executive Council

The Executive Council includes the Commissioner’s Committee and the senior managers

of the organization who lead the 13 bureaux and 6 regions of the OPP. Monthly meetings

ensure timely and informed discussion on all relevant issues, including discussions on

Aboriginal issues. Information shared at Executive Council is often communicated

further to the various managers in the regions or bureaux where they work. This

communication strategy facilitates the transmittal of timely information to a large and

deployed organization. Executive Council is the key internal forum for the development

of the OPP’s comprehensive business planning process.

Commissioners’ Select Liaison Council on Aboriginal Affairs

The Commissioners’ Select Liaison Council on Aboriginal Affairs (the “Council”) was

established by Commissioner O’Grady in July 1996 to bring together respected First

Nations people to help the OPP and the RCMP understand the voice, the concerns and the

policing vision as expressed by Aboriginal communities. The Council members provide

a “grass roots” perspective and give advice on sensitive Aboriginal issues. The dialogue

itself contributes to building trust, increasing mutual levels of understanding and

developing long term relationships. The Council members come together every 6-8

weeks in a tradition of sharing insights on issues that impact upon policing in Ontario.



The current membership of the Council consists of the following individuals:

• Commissioner Gwen Boniface

• Royal Canadian Mounted Police, “O” Division Commanding Officer, Assistant

Commissioner Michel Seguin

• Charles Cornelius: former Chief and currently elected member of the Oneida of

the Thames First Nation, a past Justice Program Director for the Union of Ontario

Indians and former President/ Grand Chief for the Association of Iroquois and

Allied Indians. He has over 25 years experience in police negotiations

• Wally McKay: former Regional Vice-Chief (Ontario) of the Assembly of First

Nations (AFN) and candidate for the position of National Grand Chief of the

AFN, former Grand Council Chief of the Nishnawbe-Aski Nation and a past

Chair of the Ontario First Nations Police Commission

• Earl Commanda: former Grand Council Chief of the Union of Ontario Indians

(Anishinabek Nation) and former Chief of the Serpent River First Nation for more

than 20 years; currently working as Director of Housing with the Assembly of

First Nations

• Madeline Skead: Elder and retired health worker in Kenora who served for more

that 30 years as Chief and Band Councillor of the Wauzhushk Onigum Nation

(Rat Portage)

• Inspector Jim Potts: Ojibway from Temiskaming First Nation, retired from

policing in 2002 after 45 years of service with the RCMP and the OPP, having

acted as a liaison officer with the Mohawk Warriors and as a mediator during

various major First Nations disputes; provided executive support to the Liaison

Council until his retirement

Inspector Ron George now provides executive support to the Council. A member of the

Chippewas of Kettle and Stoney Point First Nation, Inspector George is an elected

member of the Band Council, a lawyer called to the Ontario Bar in 1992 and an adjunct

university professor of Aboriginal Law. He left the Liaison Council as an active member

in 1997 when he returned to the OPP. He is currently responsible for OPP Aboriginal

Liaison – Operations.



SECTION D: CORPORATE YOUTH & RECRUITMENT

INITIATIVES

Overview

An investment in building relationships with young people is intended to create lasting

bonds of trust and an interest in policing as a career. The OPP’s commitment in this

regard is geared toward creating a positive impression of the roles of police in community

safety and crime prevention.

OPP Youth Summer Camp

The OPP Youth Summer Camp has provided a unique opportunity to over 400 at-risk

children. First formed in 1998 by Chief Superintendent (retired) Robert Eamer, it brings

police and youth together for an annual one-week summer camp. The 42 campers

represent detachments across the province. Detachment personnel select a child from

their community whom they feel would most benefit from this experience. All

counsellors are sworn police officers that lead the campers in a week filled with fun,

teambuilding and self-esteem activities. Coordinated by the Corporate Communications

Bureau, the Youth Summer Camp is held at General Headquarters in Orillia. The

counsellors and campers are guests of the Provincial Police Academy. The camp’s goals

are to create positive youth-police relations in the communities served, while enhancing

self-respect. Many of the campers have been Aboriginal children from across Ontario.

“It is the most rewarding experience I have had as a police officer, to work with these kids at the

OPP Youth Summer Camp.”

OPP Camp Counsellor



“If we make a difference in a decision a child makes, or how even one child feels about

themselves, through this positive experience, the week has been worth while.”

OPP Camp Coordinator

“The silence was truly amazing as 42 youths, ages 11 & 12 sat respectfully listening to the Native

legends told during the ‘Sharing Circle’ hosted by OPP First Nations Policing Programs.”

OPP Camp Coordinator

Police Ethnic and Cultural Exchange

Since 1999 the Police Ethnic and Cultural Exchange (PEACE) Program has been a

fixture at selected Western Region detachments. It provides temporary employment

assignment, in partnership with the community, to youth from diverse ethnic and

religious backgrounds. The program was originally sponsored by the London Urban

Alliance on Race Relations, and adapted within the OPP to focus on Aboriginal youth.

Band Councils fund participation by Aboriginal youth in the program.

The program is an 8-week initiative available to people 17-25 years of age who are

interested in policing careers in Ontario. Participants interact with police officers at local

detachments. Each participant is assigned a mentor officer who is a source of

information about the day-to-day realities of police duties. Most importantly, an OPP

member becomes a police role model for Aboriginal youth. The OPP provides uniforms

and supplies as required.

Just as importantly, the program provides OPP officers with an opportunity to work with

and relate to Aboriginal youth.

In 2004 the program was expanded to include all diverse communities. Approximately

70 Aboriginal students have participated in this community–OPP partnership. The

Muslim, Sikh, African-Canadian and Vietnamese communities have also participated.



A Delaware Native resident, who worked with Chatham-Kent OPP officers, stated:

“My entire outlook on the relationship between police and the native community

has changed for the better”.

OPP Bound

OPP Bound is an outreach recruitment program. It includes a one-week “camp” and is

designed to attract people interested in a police career from identified groups such as

women, Aboriginal people, and visible minorities. OPP Bound began in 2003 and has

since been conducted annually.

The week includes mentoring sessions with OPP officers who share their experiences,

answer questions and describe their careers. “Bounders” also experience a week in the

life of an OPP recruit at the Provincial Police Academy including physical and firearms

training and practical scenarios. The men and women are exposed to the unique world of

policing as a career while having a great deal of fun. They are given an opportunity to

participate in the gamut of written and physical tests involved in the OPP application

process at the end of the week.

OPP Bound 2003 involved 100 women candidates. It included 20 Aboriginal women, 1

is in the application process, and 2 were selected but ultimately hired by other police

services. In total 7 candidates have been hired by the OPP and 1 is considered active in

the recruitment process.

OPP Bound 2004 included 92 Aboriginal men and women. The OPP Drum Zhowski

Miingan (Blue Wolf) and the OPP Aboriginal Singers were key participants throughout

the event. The attending OPP Aboriginal officers, alongside OPP recruiters, served as

mentors. There are 9 applicants currently in the recruitment process. 3 candidates have

been hired by the OPP, 1 by the RCMP and 1 by another police service.



OPP Bound 2005 involved 95 male and female participants from underrepresented

communities, including 30 Aboriginal people. 89 participants are active in the

application process. 3 cadet applications and 1 constable application have been

completed. 5 candidates have been hired by First Nations police services.

Quotes:

• “As soon as we came here on Sunday the drum was beating in the

auditorium. It made me feel at home, it made me feel at peace, no one was

going to harm me no one was going to discriminate in any manner.”

• “ We were here to have a positive outlook on policing, to learn what the

OPP has to offer. How they (OPP) are getting stronger and themselves

learning about Aboriginals.”

• “ Growing up I thought it was a closed door…to actually talk to the

officers and see there are our people on the front-line and also in higher

positions in the OPP… it’s good, it gives me some hope.”

• “ I have never seen, and have never been so proud to be who I am and

what I am, as I have been this week.”

The OPP has made a determined effort to create a collaborative approach to recruiting

Aboriginal people to policing, and to support first and foremost the exponential growth of

First Nations police services. In recent years, through the entrenchment of business

planning processes and initiatives such as OPP Bound, the number of Aboriginal recruits

has increased significantly.



SECTION E: FIRST NATIONS PROGRAMS

Overview: General Headquarters Administration Unit

First Nations Programs (formerly First Nations Policing Section) is a corporate Unit at

General Headquarters that provides centralized co-ordination of several Aboriginal

Policing initiatives. A group of Aboriginal OPP, seconded RCMP and First Nations

police service officers provide internal support and expertise to regions, detachments and

bureaux. First Nations Programs also provides liaison with First Nations Police Services

and Aboriginal Leaders across the province. This unit provides an organizational centre

of excellence on Aboriginal issues. It is intimately involved in assisting bureaux and

regions in their business planning initiatives. They provide lectures on internal training

and participate in a variety of educational settings in the greater community as well.

First Nations Programs Core Mandate

• Administration of policing in 19 communities

• Design and delivery of training specific to officers serving First Nations

• Organization lead in the delivery of Aboriginal cultural, historical and legal

issues

• Support our policing partners in the growth of their police service and their

communities

First Nations Programs Principles of Quality Service

• Make friends first

• Build relationships of trust

• Help our stakeholders develop their vision

• Support our partners to establish their vision

Through the Manager, the RCMP Aboriginal Policing Coordinator, Human Resources

and Training Coordinator, a Financial and Equipment Coordinator and a Community

Initiatives Coordinator, First Nations Programs delivers its mandate and its principles



through a deployed system of units and programs, the most significant being Nishnawbe-

Aski Police Service Investigative Support Unit, Integrated Support Services Unit and

Native Awareness Training.

NAPS Investigative Support Unit

The Nishnawbe-Aski Police Service (NAPS) Investigative Support Unit was founded in

2002. It is a unique integrated initiative that brings OPP and NAPS officers together to

work on significant policing issues within the Nishnawbe-Aski Nation (NAN). The

NAPS Unit consists of six dedicated OPP members who work with assigned NAPS

officers in developing investigative skill and supervisory experience.

First Nations policing is an area of complex considerations and significant challenges.

Among those challenges are issues relating to recruiting, training and retention of First

Nations Officers. The Unit was established through the efforts of NAPS and its

governing authority to proactively address issues including investigative volume, quality

of response and standards for criminal investigations. It is also designed to provide

leadership, mentoring, coaching and training support for NAPS officers.

A key objective of the working relationship was to develop internal operational skills and

the experience needed to sustain officer morale, manage attrition and improve the ability

of NAPS to contribute to community efforts to address a very high per capita suicide rate.

The Unit has made inroads in these areas and, moreover, continues to provide an

opportunity for OPP members to learn from the people of NAN and its police service.



Integrated Support Services Unit

The Integrated Support Services Unit (ISSU) was established in 2003. The concept was

developed with Ontario’s First Nations Chiefs of Police as a means of ensuring

consistent, balanced and integrated approaches to the service provided by the OPP and

RCMP. It involves 6 OPP and 6 RCMP officers working in partnership with individual

First Nations police services throughout Ontario to develop local community crime

prevention capacity. The focus of the partnership is on initiatives that target suicide

prevention, youth empowerment and community wellness through social development.

Team members work with local police and community agencies to deliver suicide

intervention workshops in communities that have been impacted by this tragic issue. The

goal is to build a significant resource of integrated prevention teams so that a true

reduction in suicides in First Nations communities is achieved. In addition to specialized

youth and teen programs and drug awareness programs such as Walking the Path and

Aboriginal Shield, other projects designed to establish and build healthy relationships at

the community level include martial arts, basketball, drum building, canoe building,

canoe trips, peer support, effective parenting workshops and justice circles. The ISSU

also plays an important role in establishing effective front-line relationships with self-

directed police services and their communities.

Lieutenant Governor’s Book Program

On January 09, 2004 Ontario’s Lieutenant Governor James Bartleman appealed to the

public to donate books for distribution to schools in First Nations communities in

northern Ontario. The Lieutenant Governor stated, “On my visits to schools in Ontario’s

Far North, I see lots of shelves but no books. Children need books to dream.”

As a result of his appeal, the OPP offered to assist with the collection, sorting and

packaging of the donated books.



OPP detachments across Ontario were designated as book collection depots. The

Canadian Armed Forces Base in Downsview, Ontario provided warehouse facilities to

store and sort the enormous number of donated books. In February 2004 the OPP and the

Canadian Rangers transported the first shipment of books to communities accessible only

by winter ice roads. During the second stage of the initiative, hundreds of volunteers,

officers and auxiliary members sorted and packaged thousands of books in a warehouse

in Orillia. The volumes were shipped by road and air to almost all 134 First Nations and

26 Native Friendship Centres in Ontario.

More than 1.2 million books were collected in this program and approximately 850,000

books were distributed after sorting.

Native Awareness Training

“I cannot express enough the gratitude I feel for having had the opportunity to

attend the Native Awareness Course in September. Your presentation of the

history of the treaties and residential schools shocked me. Why doesn’t the rest of

Canada know about this? At the same time, you presented the information in such

a positive, inclusive way that I couldn’t help but reflect on the teachings as it

applied to my own life. The sweatlodge was a wonderful spiritual experience. As

soon as I got home the Elders I have been working with told me they could see a

change in me. I am now going through a process to receive a traditional name.”

An OPP Inspector, November 2005

Cultural competence is essential in policing to contribute to strong, healthy communities.

Education helps to chip away at perceptions that people have internalized, either from

ignorance or from dealing with only a portion of a society or culture. Education builds

confidence that in turn allows someone to become exposed to a broader cross-section of a

community and its needs or issues.



Investment in understanding the Canadian Aboriginal experience is a cornerstone to

working relationships built on trust. It also provides the basis for the provision of

compassionate, appropriate and effective service to Aboriginal people and communities.

Familiarity with Aboriginal historical, cultural and social issues has proven to be the key

for understanding today’s community issues and for developing good working

relationships with First Nations. This is a matter of primary importance if policing is to

support a service that is culturally sensitive, appropriate in the circumstances and

embraced.

The OPP is pursuing Native Awareness Training for its members in a variety of formats

and depths to overcome obstacles in relationships and to lay the groundwork for effective

policing service to Aboriginal people and communities. The goal is to introduce First

Nations issues in sufficient detail in the proper setting to allow police service providers

from varied backgrounds to have the knowledge and understanding to be comfortable,

confident and effective in Aboriginal environments. This focus on education

communicates to OPP employees and to communities the priority that this organization

places on meeting the unique needs of Aboriginal partners.

The foundation of training on Aboriginal issues began in Ontario for the RCMP and the

OPP after incidents in Oka and in Akwesasne in 1990. The Aboriginal Policing

Coordinator for the RCMP was tasked with designing a one-day program for RCMP in-

service training. The RCMP was already working in partnership with the OPP and asked

OPP Aboriginal members at First Nations Policing for assistance in training design.

After consultation with Elders, a one-day initiative was delivered for RCMP members in

Ontario. Trainers in this setting were OPP Aboriginal members.

On advice from Elders, and under the supervision of then Inspector Gwen Boniface, First

Nations Policing worked in partnership with the OPP Academy to develop a course

training standard for a week long training experience designed to be flexible enough to

address the stated needs of any community in Ontario. There was extensive consultation

with Elders, Aboriginal Officers, Aboriginal Leaders and experts in training delivery.



Courses are held in communities with local elders and historians at culturally appropriate

sites away from the hustle and bustle of a training academy. With proper consultation

and local input, the framework has been as successfully applied in Akwesasne Mohawk

Territory as it has been in Manitou Rapids near Fort Frances.

Training currently ranges from orientation for new recruits to an intensive, week long

Native Awareness Course. The Amethyst award-winning course is based on strong

community consultation and brings together police officers and front-line providers of

service from a variety of agencies in holistic approaches to community development.

Taking into account the need of a community or Nation, the course focuses on

communication from their specific cultural perspective. Additionally, the course includes

a review of the development of Canada through Treaties, local history, residential

schools, the Indian Act, post-World War II policy development, self-governance and

modern land and resource issues including recent Metis hunting and fishing cases.

Students are given instruction in effective communication techniques and in principles of

community building. Officers also participate in ceremonies or events that are

appropriate to the Nation or Nations of focus. For example, students on the course may

build, mentally prepare and participate in a sweatlodge ceremony at the end of the

training week. Officers credit the week long experience with giving them confidence and

an understanding of issues that has increased their effectiveness exponentially. The

course participants include front-line officers, liaison officers, detachment commanders,

crisis negotiators, incident commanders, emergency services personnel, community

service officers, newly appointed senior officers, recruiters, OPP Academy staff and OPP

Aboriginal members themselves.

Since 1998 First Nations Programs staff has provided ½ day training sessions to OPP

recruits during their orientation training before going to the Basic Constable course at the

Ontario Police College. The topics focus primarily on the history of First Nations

policing and some broader historical perspectives to prepare a recruit for the realities of

front-line duty. In 2003 two additional days of training from First Nations Programs

were added to the four-week training period that OPP recruits attend at the OPP Academy



in Orillia after they complete Basic Training at the Ontario Police College. This training

focuses on historical, legal and resource issues in a manner similar to the week long

program but in less detail and without significant cultural teaching. In Western Region,

recruits participate in further local training on the community-specific issues in their

patrol area.

The OPP is honoured to have within its ranks a diversity of Aboriginal officers who are

leaders in their communities. These leaders include elected band councillors,

drumkeepers, drum teachers, youth counsellors, a traditional Chief, cultural teachers and

community pipekeepers. These dedicated people do their work in the OPP and in their

community with the same quiet diligence and positive outlook. The Native Awareness

Course and other training venues provide an opportunity for OPP members to learn from

these resources. At the same time, the OPP has supported Aboriginal members in having

the flexibility of schedules to travel to events and settings where they can share and learn

from elders and from each other.



SECTION F: REGIONAL OPERATIONAL INITIATIVES Overview In an effort to provide the best possible service to Ontario’s Aboriginal community the

OPP has developed resources that focus directly on preparation and response to

operational issues. In this regard the OPP, both corporately and at the regional level, has

developed the following 4 initiatives, Aboriginal Liaison – Operations (ALO), Regional

Aboriginal Strategy Committees (RASC), and Aboriginal Relations Teams (ART).

Additionally, the OPP has established a direct linkage between ART and the more

broadly mandated Major Event Liaison Teams (MELT).

Aboriginal Liaison – Operations

The Aboriginal Liaison – Operations (ALO) office was created in 1996 with the

assignment of an OPP Aboriginal Inspector to the Office of the Provincial Commander,

Field and Traffic Services. In 1998 one additional Aboriginal Inspector was assigned to

assist in the assessment, creation and enhancement of relationships with the Aboriginal

community, and to give operational support to senior members of the OPP. The role of

the remaining ALO continues to provide such support from a variety of perspectives

related to an understanding of Aboriginal socioeconomic, legal, historical and political

issues.

The primary functions of Aboriginal Liaison – Operations include:

• Assess and contribute to the relationship the OPP has with Ontario’s Aboriginal

Community

• Contribute to the enhancement of a work environment which is conducive to

improved community safety

• Contribute to the enhancement and delivery of improved service to Ontario’s

Aboriginal Community

• Support the OPP in the post-Ipperwash environment



• Provide advice to Commissioner’s Committee and OPP Executive Council

concerning Aboriginal historical, political, socio-economic and legal issues

• Enhance and maintain a relationship with the Aboriginal political and

legal/academic community

• Executive support to Commissioners’ Select Liaison Council on Aboriginal

Affairs

• Support the learning experience through teaching Aboriginal Law and Aboriginal

Justice Concepts at Ontario-based law schools

• Contribute to cultural awareness in the OPP by maintaining a strong presence and

expressing a perspective on the needs and aspirations of Aboriginal people

• Support and encourage the development of Aboriginal OPP officers

Regional Aboriginal Strategy Committees

A Regional Aboriginal Strategy Committee (RASC) has been established in 5 of 6 OPP

regions across the province. The Greater Toronto Region has not established an RASC

primarily because it has a traffic and crime enforcement mandate. The first committee

originated in Western Region in 1997. Initially committee members were directed to

meet regularly, assess the status of OPP relationships with Aboriginal communities and

make ongoing recommendations as to how to improve relationships and service delivery.

Since that time the Western Region Aboriginal Strategy Committee has met on a regular

basis in Aboriginal communities on a rotational basis. These meetings include

community representatives.

Ultimately, the RASC is accountable to Regional Commanders. Each RASC has a

chairperson selected from the committee membership. Generally, all RASC across OPP

regions have fashioned their developing committees after the West Region model.

RASC includes Detachment Commanders, local OPP Aboriginal members (operational

and administrative), First Nations Programs members and regional headquarters senior

staff.



In Western Region, RASC has engaged in and developed other initiatives such as the

PEACE Program, “A Police Officer’s Guide for Skeletal Remains” document, and the

Aboriginal Relations Team (ART). Other regions are developing their RASC issues

similarly but with an eye to their unique regional needs.

Aboriginal Relations Team (ART)

At OPP General Headquarters the Inspector, Aboriginal Liaison - Operations leads this

initiative. The Aboriginal Relations Team (ART) originated from the Western Region

Aboriginal Strategy Committee in 2004, with the following purpose:

To provide specialized support and assistance in the spirit of

partnership with all Nations in building respectful relations between

police services and Aboriginal peoples and communities while

honouring each one’s uniqueness and the Creator’s gifts with dignity

and respect.

Selected Aboriginal police officers build community-police relationships. The primary

focus of ART is proactive involvement with the Aboriginal community resulting in

relationship building. Officers are given training in the development of mediation and

conflict resolution skills to support an appropriate OPP emergency response when

required. The training also includes effective presentation and cultural awareness.

Officers receive a focused discussion on issues to be considered when responding to an

event involving Aboriginal participants.

ART nurtures relationships with Aboriginal communities. Members focus on building

relationships by developing and maintaining an element of trust. Community issues are

then addressed with the assistance of ART in a proactive manner to prevent the escalation

of issues. Accordingly, ART supports emergency response incidents with their

specialized knowledge, relationships and experience with Aboriginal communities.



Major Event Liaison Team (MELT)

The ART members support another specialized group – Major Event Liaison Team

(MELT), who work at major incidents/events that do not necessarily involve Aboriginal

participants. Where Aboriginal communities are involved, the ART members contribute

their expertise and relationships to support successful resolution of conflicts. The key

purpose of MELT is liaising, connecting and working with key parties involved in a

major event. MELT members approach relationship building by developing and

maintaining trust. Much work is done in advance of the event by accessing and mutually

sharing information and positions with all participants. There is an emphasis on conflict

resolution and mediation to resolve issues from diverse stakeholders.



SECTION G: CRITICAL INCIDENT RESPONSE Overview Response to critical incidents must balance the need to develop processes that take into

account the unique nature of each situation with the need for a consistent approach in the

interest of community safety. Any process must be enveloped in a proactive approach to

understanding and strengthening meaningful relationships with the communities involved

as a means of preventing and de-escalating these incidents.

A Framework for Police Preparedness for Aboriginal Critical Incidents

In 2000 the OPP reviewed the processes for officer response to incidents involving

Aboriginal protest or crisis. Emergency Management Bureau (now Field Support

Bureau) led the creation of a document entitled A Framework for Police Preparedness to

First Nation Related Issues. The document identified a broad range of issues that should

be considered in police response. Police were encouraged to consider both proactive and

reactive measures as they responded. In addition to a basic framework for governing

operational considerations, it identified resources that could be accessed or engaged to

assist in various capacities.

The framework was further revised in 2005 and its principles and practices were

entrenched in a policy document entitled, A Framework for Police Preparedness for

Aboriginal Critical Incidents. Its current form has incorporated consideration of the

evolution of initiatives such as the Aboriginal Relations Teams (ART) and the role of the

Aboriginal Liaison – Operations (ALO) officer.

Crisis Negotiator Program

The OPP Crisis Negotiator Program was established in 1976. In 1998 a review of the

program was conducted at which time 59 OPP negotiators were established. During this



review the candidate selection process was revised, mandatory annual maintenance

training was instituted and standardized equipment was identified.

In December 2004 a competency model was developed. The 8 competencies required for

participation in the program were commitment to organizational learning, communicating

effectively, flexibility, impact and influence, learning from experience, problem solving,

self-control and team work. Currently, every negotiator must go through a selection

process as detailed above and a mentoring period in the field.

As a result of further enhancements to the program six OPP Aboriginal officers have

been trained and assigned as crisis negotiators. Currently every region except the Greater

Toronto Region has a crisis negotiator who is Aboriginal. In addition to OPP Aboriginal

officers, six members of First Nation police services have received crisis negotiator

training, and are available to respond with OPP crisis negotiator teams. These officers

are located at Six Nations, Tyendinaga, United Chiefs and Councils of Manitoulin and

Wikwemikong. North West, Central, and East Regions will be conducting selection

processes for new negotiators early in 2006.



SECTION H: MENTORING ABORIGINAL MEMBERS Overview The OPP has invested in its Aboriginal members through a variety of forums and

initiatives as a means of enhancing mutual learning and understanding. The most

significant of these initiatives are discussed below:

Aboriginal Officers Leadership Forum

In 2002 the first annual OPP Aboriginal Officers Leadership Forum was organized and

held at OPP General Headquarters. The forum’s primary objectives were to give OPP

officers of Aboriginal descent an opportunity to come together and share experiences as

well as develop contacts with each other. The gathering also created an environment in

which the knowledge and experiences of officers could assist the OPP in planning for the

future. The result has been a strengthening of the organizational impact made by

Aboriginal officers through communication and education.

Forum content includes keynote speakers, information sharing, presentations on relevant

organizational issues, and social/networking events, all within a context of Aboriginal

culture. An annual theme was identified and speakers were chosen on the basis of their

ability to address those matters. Speakers have included Ontario Lieutenant Governor

James K. Bartleman, former National Hockey League player and coach Ted Nolan,

Ontario Court of Appeal Justice Harry Laforme and Union of Ontario Indians Grand

Council Chief John Beaucage.

Recommendations that result from the deliberations of the officers are processed through

the Provincial Commander of Field and Traffic Services to the Commissioner. As a

result of their participation in the forum officers report a sense of strength and solidarity.

The forum is now firmly entrenched as an event where Aboriginal officers come together

in a supportive environment to discuss individual and collective concerns, experience and

ideas.



Aboriginal Officers Planning Committee

Since 2002 the OPP Aboriginal Officers Leadership Forum has occurred on a yearly

basis. In support of the forum a committee consisting of Aboriginal officers and support

staff has been identified to plan and coordinate the event. In addition the committee sits

beyond the period of event planning and discusses issues of relevance to Aboriginal

officers.

As a result the planning committee has become an advocacy group for all OPP

Aboriginal officers. In addition to advancing the recommendations coming out of the

forum, the planning group is in the process of developing an OPP Aboriginal Officer

newsletter.

Traditional Aboriginal Drum Gifted to the Ontario Provincial Police

In 2002 Zhowski Miingan (Blue Wolf), a traditional Aboriginal Drum was gifted to the

OPP Aboriginal officers. As a result of guidance from Aboriginal Elders the Drum was

received by the OPP with a condition that Aboriginal officers were to care for and protect

it in keeping with Aboriginal spiritual principles. The Drum was received and recognized

through ceremony.

Originally, 4 officers were identified to sit at the Drum. Currently there are 11. The

members are committed to traditional Aboriginal lifestyles and are required by tradition

to attend ceremonies with Zhowski Miingan (Blue Wolf) to mark the changing of the

seasons.

Since the Drum came into the care of its OPP keeper almost 4 years ago, Zhowski

Miingan (Blue Wolf) has drummed at over 110 events and has received 6 eagle feathers.

It is a rare honour for officers of a police service to be given the care of a traditional

Drum. The responsibility is one the OPP supports with great respect and gratitude, and

one to which the organization intends to stay true.


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